[A4ET8a8uTh0]

What about based on performance? Pre-covid, my company required ridiculous amount of politics to have remote approved. Eventually, one guy cracked the code ( basically be too hard to replace ) and just told the management he is staying remote. And I can see that management would love to get that carrot ( remote ) back to something that is either very rare or non-existent.

<< Remote teams are hard for many reasons, but one of the biggest challenges is filtering for people who can actually work remote. Many people will claim they work well remote, but then you hire them and they're terrible at communicating, can't manage their own time, are constantly MIA during core working hours (a 4-hour window agreed upon by the team, in our case), and so on. It's hard to start removing these people from the company, but it's the only way to make it work.

It is all true, but it points to crappy management. You want to fire people, fire them. You can't keep them motivated, you failed as a manager. I keep saying this, but management class has gotten really used to easy approach to motivation ( pizza and threat of firing ).